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Effect of Training and Development on Employee Performance

Write a Human resource management Essay.

On-job training, training and development, delivery style and training design are considered to be the four most important aspects for the success of any organization. Training and development plays a major role in the generation of organizational profits. Moreover, it assists an organization to achieve their goals or objectives by integrating the interests of the workforce. In modern days, training and development is regarded as the most crucial factor in the ever competitive business world, as it helps in increasing the effectiveness and efficiency of both the organization and its employees. The performance of the employees heavily depends upon certain factors, one of which is training (Sung and Choi 2014).

Training and development sessions are immensely important for enhancing the employees’ capabilities or abilities. The individuals who have better on-job training experiences are more competent than others. It is evident that they perform better as they have great skills or competencies. Most importantly, training and development has also impacted the organizations on their returns on investment. In addition to this, the organizational profitability highly depends upon the performances of the employees. Moreover, the human resource capital of the organization marks its importance on the organizational performance and growth (Scott and Davis 2015). Therefore, in order to improve the performance of the organizations, employees must receive proper or appropriate training facilities.

According to Epstein and Buhovac (2014), training and development helps in increasing the performances of the employees. It is the most important activity that the organizations should conduct on a daily basis. For instance; Coles Supermarkets of Australia considers employee training and development to be a major factor and views it as the building block of their profitability. Coles conduct regular training sessions for fifteen to twenty minutes, in order to make the employees competent. Through the training and development sessions, the employees get to understand the purchasing behaviors and attitudes of the target customers, which in turn prove to be beneficial for the company itself.

Organizational profitability depends upon several factors like performances of the employees, competitive rivalry and several others. However, training and development is considered to be the most important factor for the profitability of the organizations, be it big or small. Larger organizations have different patterns of providing its employees with a proper session. They may conduct training and development programs on a daily basis, which is turn acts as a motivator as well. Training sessions motivates and encourages an employee to give their best performance (Riggio and Porter 2017).

Training and Development for Organizations of All Sizes


On the other hand, smaller organizations may not have budget to conduct sessions on a regular basis. However, it is highly important to organize basic training sessions for the employees in order to give them an overview of the company’s mission, vision, goals, objectives or competitive advantages. Training and development enhances the skills and competencies of the employees, which in turn improves their performances. Improved performances increase the profitability of the businesses and contribute to their competitive advantage as well. This reveals the fact that training and development sessions plays an important in the enhancement of employee performances and organizational profitability (Kim and Ployhart 2014).

As per Bratton and Gold (2017), training and development helps in increasing or developing the managerial skills as well. Training is considered to be the most important factor for the overall development of the employees’ performances, which in turn encourages them to enhance their skills and abilities. The human resource management is the backbone of each and every organization and it is also considered to be the major resource. Therefore, every organization, be it big or small, should invest a significant amount on the development of human resource capital, as they are responsible for training the employees or the staff members.

The human resource professionals provide the employees with orientation or induction, which increases their knowledge regarding the organizational growth. Moreover, Mostafa, Gould?Williams and Bottomley (2015) explained that the employee performance is the major source of achieving organizational goals or objectives. This in turn, increases the efficiency and effectiveness of the organizations. However, the major question is that how an individual can work effectively or efficiently if proper trainings are not provided within the organization. There are several organizations, especially the smaller ones, which does not have any proper human resource management. These organizations lack appropriate training facilities and thus fail, to make the employees aware of their goals.

It is considered to be immensely important and necessary for the organizations to hire a skilled and experienced human resource manager. The human resource managers of the organization are responsible for designing an appropriate training material and that too, very carefully. The design of the training materials should be in accordance with the employees’ needs or demands. The organizations that develop or design an appropriate training facility get highly benefitted and yield better profitability. Training designs play a very important role in the employees’ as well as organizational performances. A bad training facility is nothing, but loss of money as well as time (Lonial and Carter 2015).

Role of Human Resource Managers in Training Design

On-job training and development facilities assist the employees in getting knowledge of their jobs in an appropriate manner. Employees tend to learn more from the practical experiences as compared to the bookish knowledge. Moreover, on-job training and development also saves time and reduces huge expenses. Therefore, organizations can provide its employees with on-job training facilities as it is both time-saving and cost effective. In addition to this, the employees will get to learn in a practical way, which will prove to be beneficial for the organizational itself. This in turn, will contribute a lot to their profitability (Bratton and Gold 2017).

However, it is important to take the training delivery style into consideration as well. The delivery style also plays a vital role in the overall training and development process. The employees are mostly conscious regarding the delivery style as per Kim and Ployhart (2014). If the style is not impressive and up to the mark, the employees may end up learning nothing and it means the whole training session was a waste of time. Therefore, according to Riggio and Porter (2017), delivery style is also an important factor for the training and development, which in turn contributes to the organizational profitability.


It is a matter of fact that budgets quantify the plans of any business organisation over specific time span and budgeting helps to control and check the development of the business organisations so that the management of the organisation keeps its regular movement within the boundaries which have been established (Ouston, Fidler and Earley 2017). It has been observed that budgets actually go beyond the function of controlling and planning for the management of the organisations. Not only that the budgets enables the organisation to utilise a tool that can benefit the business concern in order to develop a coordination among the workforce so that the management can easily evaluate the performance level of the employees and control them (Kelly and Rivenbark 2014). The human resources departments of the business organisations generally takes responsibility of recruiting selecting and the training stations of the newly recruited employees and apart from that HR departments take care of the pension of the monetary benefits of the employees. Therefore a strong link between the budgeting of a business organisation and the HR department that is responsible for training and development of the employees is evident (Olstad et al. 2017). It has been seen that the HR department is engaged with the implementation and the preparation of budgets in order to enhance the effectiveness of the budgeting characteristics (Tracey 2016). It has been seen that budget procedures can lead to motivate the employees of the organisation when the process of budgeting is linked with the performance of the employees as after evaluating the performances of the employees the management good allow monetary rewards to the employees in order to compensate their efforts and also to motivate them to stay loyal towards the business organisation (Uysal 2016). HR department as mentioned above take care of the recruitment training and selection procedures along with the monetary benefits of the budgeting therefore budgets of the business organisations have a strong connection with the training and development procedures of the employees that positively affects the organisational performance (Bertone and Witter 2015). It has been seen that for training and development procedure of the employees of the business organisations the management of the organisations will have to engage in several frequent workshops and may have to recruit a team of trainers for the employees of the organisations and for that proper budgeting of the business organisations play a major role (Ouston, Fidler and Earley 2017). Therefore it can be said that budget has a strong Association with the HR departments and the HR departments will not be able to function without a proper budgeting as that is most important for the operations of the HR Teams (Octariani, Akram and Animah 2017).

Importance of Proper Training Delivery Style


Currently I work for Coles Supermarket Australia and the business organisation has been founded in the year of 1914 in Melbourne by George Coles. Currently the business organisation has more than hundred thousand employees across all the branches of the business concern and together with a rival organisation Woolworths,Coles supermarket owns more than 82 % of the Australian market in consumer service sector. I believe that the management of the business concern is aware of the fact that proper budgeting is the pillar of the success of the business and therefore the management has deployed an efficient team in the Human Resource Department of the company that takes care of the budgeting along with recruitment selection and training and development of the employees of the company. I have been working here for quite a few months and I have seen that there are numerous positive aspects of an effective teacher department and a proper budgeting procedure of the business concern. I have seen that the management of the organisation sustains the organisational performance by depending on a proper training and development procedure and therefore the board of directors have deploy the specific team that walks along with the HR department in ensuring that the employees are getting training frequently to be able to work with their full potential in a market where the demands and requirements of the clients are changing in a frequent manner. I strongly believe that the management of Coles Supermarket is doing alright in the matter of budgeting along with recruitment selection and training and development and procedures for the employees of the company as the management has been able to sustain their productivity along with their profitability for quite some time. I have observed that the workforce of the company is content with the treatment they are having from the management of the organisation and I believe that the HR department of the organisation is efficient enough to make the process of budgeting successful.It has been observed that the management of the organisation operates more than 800 stores and currently have more than hundred thousand employees in the workforce and the major portion of the workforce is satisfied with the management’s role.


While concluding, I should say that I still believe that there are some rooms for improvement as in the market where Coles supermarket operates the demands and requirements of the customers of the company gets changed frequently and therefore in order to sustain the productivity and the customer satisfaction continuous development of the workforce should be necessary. I believe that the management can bring in some changes in the training and development and procedure of the employees as they can enhance the frequency of the workshops and apart from that the management of the organisation can implement some of the motivational tools in sustaining the level of motivation of the employees as it has been seen that some of the employees are agitated with the lack of personal development of professional skills of them. The management of the organisation I believe should make good use of motivational tools and can effectively implement some new policies in order to develop the professional skills of the general employees of the organisations for their own benefits so that they can stay motivated and loyal towards the business organisation.

References

Bertone, M.P. and Witter, S., 2015. The complex remuneration of human resources for health in low-income settings: policy implications and a research agenda for designing effective financial incentives. Human Resources for Health, 13(1), p.62.

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Epstein, M.J. and Buhovac, A.R., 2014. Making sustainability work: Best practices in managing and measuring corporate social, environmental, and economic impacts. Berrett-Koehler Publishers.

Kelly, J.M. and Rivenbark, W.C., 2014. Performance budgeting for state and local government. Routledge.

Kim, Y. and Ployhart, R.E., 2014. The effects of staffing and training on firm productivity and profit growth before, during, and after the Great Recession. Journal of Applied Psychology, 99(3), p.361.

Lonial, S.C. and Carter, R.E., 2015. The impact of organizational orientations on medium and small firm performance: A resource?based perspective. Journal of Small Business Management, 53(1), pp.94-113.

Mostafa, A.M.S., Gould?Williams, J.S. and Bottomley, P., 2015. High?performance human resource practices and employee outcomes: the mediating role of public service motivation. Public Administration Review, 75(5), pp.747-757.

Octariani, D., Akram, A. and Animah, A., 2017. THE EFFECTSOF IMPLEMENTATION OF GOOD GOVERNANCE, PERFORMANCE BASED BUDGETING, AND HUMAN RESOURCES TO BUDGET QUALITIES. Prosiding Strengthening Local Communities Facing The Global Era, 1(1).

Olstad, D.L., Crawford, D.A., Abbott, G., McNaughton, S.A., Le, H.N., Mhurchu, C.N., Pollard, C. and Ball, K., 2017. The impact of financial incentives on participants’ food purchasing patterns in a supermarket-based randomized controlled trial. International Journal of Behavioral Nutrition and Physical Activity, 14(1), p.115.

Ouston, J., Fidler, B. and Earley, P., 2017. A Comprehensive School's Experience of Working Towards' Investors in People'. In Improvement Through Inspection? (pp. 144-152). Routledge.

Riggio, R.E. and Porter, L.W., 2017. Introduction to industrial/organizational psychology. Routledge.

Scott, W.R. and Davis, G.F., 2015. Organizations and organizing: Rational, natural and open systems perspectives. Routledge.

Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), pp.393-412.

Tracey, W.R., 2016. The human resources glossary: The complete desk reference for HR executives, managers, and practitioners. CRC Press.

Uysal, G., 2016. Theory and professionals: Impact of HRM on economy.

Visitchaichan, P.D.S., 2018. Strategic human resource management in Thailand. AU Journal of Management, 2(1), pp.9-19.

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